HR transformation Model

Phase 1: Build the business case. (Why do transformation?) HR transformation begins with a clear rationale for why transformation matters. This is in terms of knowing the business context and building a case for change.
Phase 2: Define the outcomes. (What are the outcomes of transformation?)   This phase clarifies the expected outcomes from the transformation. What should happen when we invest in HR transformation? Answers to this question defines the outcomes of HR transformation strategically contribute in building the business distinctive capabilities and when these distinctive capabilities add value to the business key stakeholders and the combination of the two strategic deliverables will result improving the business performance by attaining and sustaining the business competitive advantage through the human resources.
Phase 3: Redesign and reengineering HR into new strategic look. (How do we do HR transformation?) HR transformation requires change in HR strategies around departments, practices, and people. The model will focus on how to change HR departments, people, and practices.
Phase 4: Engage line managers and others. (Who should be part of the HR transformation?) HR transformation requires that many people participate in defining and delivering the transformation. The model focuses on transferring ownership of the HR transformation to line management and on strategies for building HR’s capability to create sustained change